Is Your HR Department Disappointing You?

January 24, 2010

If you’re a CEO like me, you have high expectations for everyone. I mean really high. If we work this hard, shouldn’t everyone? If we knuckle down and deal with tough problems, shouldn’t others do it with the same gusto? And if we can nail down value points and key indicators like a pneumatic hammer, why does it seem that others are pounding with rocks.

We aren’t the only ones. There are probably lots of people in your organization who feel ‘alone at the top’ of their team. It’s frustrating, but guess what: there’s no where it’s more frustrating than in HR.

Finance has the tools and the data to generate projections. And Operations can give you production metrics. Sales has the top line numbers. Even Purchasing can tell you how much money they’re saving as they upgrade the old coffeepot to the fancy barista station. But HR? Their hard measures are things that keep you up at night, like rising health insurance costs! HR’s other metrics- turnover, onboarding speed, and engagement – never quite seem to ‘measure up’ in terms of business value.

So consider this: all those other executive functions have tools that allow them to analyze needs, identify best options, and demonstrate solution value, while HR has disparate databases, training programs that don’t measure outcomes, personality tests from the middle of the last century, and metrics that neither speed nor simplify management decision making.

Here’s an alternative. Let them you know want them to have the tools they need to prove their business value. Then direct them to The Gabriel Institute and tell them to ask for your old friend Dr. Janice. I’ll take it from there.

Dr. J

P.S. Our solutions cost little, predict how people will perform in teams, build the strength and productivity of your human infrastructure, and deliver measurable business value. Just give HR a little time to learn how to apply them. You WON’T be disappointed.